Q: What key points do employers need to know about age discrimination legislation?
Q: What are the forms of age discrimination?
Q: How can an employer objectively justify age discrimination?
Q: What should employers do to comply with the age discrimination and retirement legislation?
Q: How much compensation might an employer have to pay out if an employee wins an age discrimination claim?
Q: Can employee benefits based on length of service be seen as discriminatory on grounds of age?
Q: Can employers exclude older workers from benefits such as long-term disability insurance, permanent health schemes or life assurance cover?
Q: How can employers justify retiring employees lawfully and can employers justify putting a retirement age in their terms and conditions?
Q: What retirement ages have been justified in the past and what reasons were given?
Q: What should an employer do if an employee wishes to retire and what happens if they change their mind?
Q: How can an employer retire an older employee whose performance has deteriorated but who is reluctant to retire voluntarily?
Q: If an employer adopts a justified retirement age does it have to be the same for men and women?
Q: If an employer allows an employee to remain beyond any employer justified retirement age can the employee insist upon reduced working hours?
Q: Can an employer require all employees to undergo a medical examination before allowing them to continue working into old age?
Q: If an employer allows employees to remain into old age, can they offer a series of fixed-term contracts and reduce the benefits package?
Q: What mistakes do employers commonly make which lead to age discrimination claims?
Q: Can an employer dismiss a younger worker to avoid paying them increases or an older worker because they are too expensive?
Q: Are there any future developments expected in the area of age discrimination and retirement?
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